While the Supreme Court delivered many 5-4 decisions last term that dealt blows to women’s rights, the environment, and minority rights, perhaps no decision was more stunningly illogical than that of Ledbetter v Goodyear. Lilly Ledbetter was a manager at a Goodyear Tire plant in Alabama who received smaller pay raises than her male co-workers. After 19 years of discriminatory pay practices, Lebetter was making 15-25% less than her male co-workers — even those with far less experience. In 1999, Ledbetter sued Goodyear for violating Title VII of the 1964 Civil Rights Act, which allows employees to file suit within 180 days after their employer commits an act of racial or sexual discrimination.
In Ledbetter v Goodyear, the Supreme Court decided that employees may sue employers “within 180 days of the original discriminatory action — not within 180 days of their last paycheck.” However, employees may not even know about the pay discrimination until long after the first discriminatory paycheck is cut. The Supreme Court’s ruling means that if a woman learns 181 days after her first paycheck that she is being paid less than a male co-worker, she cannot sue her employer.
In order to remedy this situation, the House passed the Ledbetter Fair Pay Act, which treats “each and every discriminatory paycheck as a new discrimination, thus re-starting the 180-day clock” after every paycheck. The Senate version of this bill, the Fair Pay Restoration Act, will be coming to a vote later this month.
Please contact your Senator and tell him or her that you support equal pay for women!
Equal pay for men and women still has a long way to go; women are paid 77 cents for every dollar a man is paid. The Fair Pay Restoration Act will give women the tools they need to get the money that they deserve.
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